choose the right piece of equipment for their needs act as a liaison with the outside sales department control inventory asset management write rental contracts and follow through on orders from start to finish dispatch…
Human Resources · Indianapolis, IN
HR Manager jobs in Indianapolis, IN
HR managers oversee the people side of a company, from hiring and onboarding to benefits, performance, and employee relations. They balance business needs with employment law and a workable culture.
582
Open roles today
$29–$67/hr
Typical pay range
$93k
Median, full-time
11
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01
Open hr manager roles
12 shown of 582 · sorted by freshness
the strategic, operational, or tactical level and include effects in the physical, logical, and cyber-persona layers.Coordinate and manage participation by national laboratories, red teams, and other Government and acade…
and game changing solutions in our inclusive culture that values diversity of ideas, experiences and backgrounds.You are a confident Manager who spots and stays ahead of the SAP platform , industry and Finance trends and…
$129k - $189.2k
around the globe take on complex challenges to discover and deliver life-changing medicines, strengthen how health is understood and managed, and support the communities we serve. This is hard, urgent, selfless work—but…
$154.9k - $225.3k
more meaningful ways, the Cisco Networking Product Marketing team is seeking a thoughtful and creative Technical Product Marketing Manager to support our Cisco Wireless portfolio. As part of the extended Cisco Networking…
relationships with executive customer stakeholders, delivery, and system integrators.Lead executive governance discussions, risk management, escalation resolution, and business outcome planning.Represent the practice in…
assess competitiveness, opportunities for value enhancement and cost management. Provides extensive support in the annual benefits renewal cycle... ...recommendations for improvement and/or risk mitigation.Supports HR Te…
BI&A. • Identify and prioritize capability investments and/or data needs to achieve BI&A and Lilly USA media goals. • Develop and manage collaborative relationships with a wide cross-section of stakeholders and teammates…
Business Partner (HRBP) advises senior leaders and leads strategic HR initiatives for U.S. employees. The role oversees complex... ...issues requiring policy, training, or process improvements. Build manager capability t…
The HR Generalist supports the day-to-day functions of the Human Resources department, including recruitment, onboarding, employee relations, benefits administration, performance management, compliance, and policy implem…
The People Operations Manager (POM) is responsible for leading and integrating the company’s people and customer service functions. This... ...relations, performance management, training and development, benefits, HR pro…
come back for. Good food. Good people. Done right. The HR Generalist Director I, Corporate Functions provides leadership... ...advise leaders on people strategy (Organization Design, Change Management, Talent Management…
02
What hr managers earn in Indianapolis
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $29–$38 | $60k–$79k |
| Mid level | $38–$51 | $79k–$107k |
| Senior | $49–$67 | $102k–$140k |
Adjusted for the Indianapolis market from national ranges.
03
What employers ask for
The skills these listings keep naming
Employee relationsEmployment law compliancePerformance managementBenefits and compensationHRIS (Workday, BambooHR)Conflict resolutionPolicy developmentCoaching managersDiscretion
04
Interview questions worth rehearsing
With the thing the interviewer is actually listening for
Tell me about a difficult employee relations issue you handled.
Choose a case you can discuss without identifying anyone. Show a fair process: investigation, documentation, consistent application of policy, and a resolution.
How do you coach a manager who is struggling with their team?
Describe diagnosing before advising — observing, gathering feedback — then giving the manager concrete behaviors to change and following up on progress.
How do you stay compliant across changing employment laws?
Name your sources, such as SHRM updates and employment counsel, and give an example of a policy you updated in response to a legal change.
Walk me through how you would handle a termination.
Show the full arc: documented performance process first, legal review where needed, a respectful conversation, and clean logistics for pay and access.
How do you measure whether HR is working?
Point to metrics like regretted attrition, time to fill, engagement trends, and completed performance cycles, tied back to business outcomes.
Tell me about a policy or program you built from scratch.
Explain the problem it solved, how you got leadership and employees on board, and what changed after rollout.
How do you handle a complaint about a senior leader?
Emphasize taking it seriously regardless of rank: proper investigation, involving counsel or the board if warranted, and protecting the reporter from retaliation.
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Resume tips that move the needle
For hr managers specifically — generic advice costs you here
01
State the population you supported: headcount, locations, and whether the workforce was hourly, salaried, or mixed.
02
Quantify people outcomes, such as reduced turnover or shortened time to fill, with the baseline you started from.
03
Name the employment law areas you have handled directly, like FMLA, ADA accommodations, or wage-and-hour issues.
04
Include one program you built end to end — onboarding, review cycles, benefits renewal — with its adoption or result.
05
List SHRM-CP, SHRM-SCP, or PHR credentials near the top; many HR postings screen for them.
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Where this role goes
Typical progression
01
HR Generalist
02
HR Manager
03
Senior HR Manager
04
HR Director
05
VP of People
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